U.S. patent application number 16/923464 was filed with the patent office on 2020-10-29 for re-engineering user login / registration process for job applicants.
This patent application is currently assigned to Indeed Ireland Operations, Ltd.. The applicant listed for this patent is Indeed Ireland Operations, Ltd.. Invention is credited to Scott Garrett, Kshitij Jain.
Application Number | 20200342412 16/923464 |
Document ID | / |
Family ID | 1000004942859 |
Filed Date | 2020-10-29 |
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United States Patent
Application |
20200342412 |
Kind Code |
A1 |
Jain; Kshitij ; et
al. |
October 29, 2020 |
Re-Engineering User Login / Registration Process for Job
Applicants
Abstract
An on-line job application process that encourages participants
to provide as much information as possible before drop-offs occur,
by requesting access to authentication information such as social
network identity, and moving an Applicant Tracking System login
step to near the end. If a drop off does occur, a dummy email
address can then be associated with the user to enable subsequent
follow up.
Inventors: |
Jain; Kshitij; (Washington,
DC) ; Garrett; Scott; (Kingwood, TX) |
|
Applicant: |
Name |
City |
State |
Country |
Type |
Indeed Ireland Operations, Ltd. |
DUBLIN |
|
IE |
|
|
Assignee: |
Indeed Ireland Operations,
Ltd.
Dublin
IE
|
Family ID: |
1000004942859 |
Appl. No.: |
16/923464 |
Filed: |
July 8, 2020 |
Related U.S. Patent Documents
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Application
Number |
Filing Date |
Patent Number |
|
|
14055444 |
Oct 16, 2013 |
10740725 |
|
|
16923464 |
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Current U.S.
Class: |
1/1 |
Current CPC
Class: |
G06Q 10/1053
20130101 |
International
Class: |
G06Q 10/10 20060101
G06Q010/10 |
Claims
1. A method for submitting information to a job Application
Tracking System (ATS) comprising: initially validating an identity
of a user via a source other than via direct manual input from the
user and other than via ATS login and password information;
presenting job application questions including job screening
questions to the user in an interactive, on-line presentation
format; receiving and collecting the user's on-line answers to the
job application questions; after collecting the user's answers to
the job application, requesting the user to further verify their
identity by entering ATS login credentials associated with the
user; if the user drops off from the application process before
entering answers to all of the job application questions, but
before moving to requesting ATS login credentials; then
automatically creating a dummy login name for the user; and
submitting the collected information to the ATS with either the
user-entered ATS login credentials or the dummy login name.
2-9. (canceled)
Description
CROSS REFERENCE TO RELATED APPLICATION(S)
[0001] This application claims priority to and the benefit of a
prior U.S. Provisional patent Application Ser. No. 61/716,477 filed
Oct. 19, 2012 entitled "Re-engineering User Login/Registration
Process for Job Applications", the entire contents of which are
incorporated by reference herein.
BACKGROUND
Technical Field
[0002] This patent application relates to on-line job application
processes, and in particular to a front end interface for an
Applicant Tracking System (ATS).
Background Information
[0003] A job seeker and/or person otherwise using a resourse such
as the Internet now is typically learns about available jobs from
multiple sources, including search engines, recruitment websites,
emails, chat rooms, forum postings, social networks, and the like.
All of these sources converge into a job description page of
employer who is offering the opportunity that he or she wants to
apply to. Once the user clicks on the apply button or link he is
then initiated into what is generally known as a job application
process.
[0004] Current job application processes require a person (whether
an active or passive job seeker) to fill out a lot of details
before the job application can be considered successfully
submitted. Most sophisticated companies make use of an Applicant
Tracking System (ATS) software application for handling job
application details and resume tracking. A number of software
companies now actually specialize in the business of supplying ATS
systems and services to others, including Taleo (now part of
Oracle), Kenexa (now part of IBM). HR Smart, SuccessFactors (now
part of SAP), ICIMS, Maxhire, and others. It is estimated that at
the present time, more than 10,000 employers have deployed some
type of an ATS to manage this application process.
[0005] The objective of any ATS system is to capture all user
applicant information in a structured format so that recruiters can
then perform searches on it. However, ATS systems are designed in
the first instance to be sold to employers, and thus they are not
known to be very user friendly to job applicants. ATS systems
almost always require a job seeker to create a login/password as a
first step before gaining access to the detailed application
process. In requiring this, the application process from the
perspective of a job seeker using an ATS has become cumbersome and
non-intuitive. The specific application process may vary from one
ATS provider to another ATS provider, and it can also differ from
one employer to another using the same ATS provider based on
customizations built-in by the employer. However almost all ATS
processes have common attributes that discourage applicants from
completing the process.
SUMMARY
Problems with Prior Approaches
[0006] Now, one might assume that any active job seeker who is
either out of job or looking to change, would gladly do whatever is
required to complete the application process using an ATS--no
matter how painful and involved it is. However, most recruiters and
companies want to target the passive seekers who are not actively
looking for jobs but are really great candidates. The problem with
the current process is that even though these passive seekers want
to submit their application for a particular job, they have no
patience to go through a new user login/password registration
process or go through a lengthy application process.
[0007] Indeed, we have discovered that the initial login step is
one of the steps in the whole application process where majority of
"drop-offs" for a job application process happens. We believe that
early drop-offs in a job recruiting process are higher as compared
to other types of websites such as social network sites, job
boards, e-commerce sites, financial (banking) websites and the
like, for at least the following reasons:
[0008] 1. Internet form filling. Internet forms are typically
simple to fill out and are designed from the start with the user
experience in mind. In contrast, no other form filing activity on
the Internet is as tedious and time consuming as a job application
process.
[0009] 2. Repeat visits to websites. Often-visited websites such as
LinkedIn or Facebook are used repeatedly and thus a person tends to
remember their username and password, or stores them in a way that
can be easily retrieved. On the other hand, one does not apply to a
job everyday nor visit job sites as regularly as social networking
sites. Therefore there is little to no incentive to recall
username/password combinations.
[0010] 3. Site visits with end objectives. On job boards and social
networking sites alike, the user expects to come back and start
from where they left off. Is not with an end objective and does not
harm the user to drop midway. On the other hand interaction with an
ATS is concluded only when the job applicant completes the entire
application cycle. Dropping midway does not get registered in the
employers ATS as a complete application which means that the user
is not considered for a job.
[0011] 4. Importance/criticality. Bank or trading sites require the
user to fill out forms for access to more services. Because the
criticality of the nature of information stored user either stores
the login information where can be remembered or retrieved easily.
While applying to it job in one company simply isn't as important
as a person's financial information. Therefore there is little or
no incentive to remember login details. A job seeker might be
applying to jobs in more than one company which makes it difficult
to store each login information; this progressively reduces the
importance to store login information of any given company job
application.
[0012] 5. Preparedness. Thanks and even some government tasks also
use forms (for example adding a recipient for funds transfer) or
Department of Motor Vehicles forms. In this case the user is
prepared to commit the time required to fill out the form, knowing
that the information is actually needed and they will typically
conscientiously take the time needed. On the other hand users are
not prepared for the complexity and demand for the long time it
takes to fill out different job applications for different
employers. As a result, users of ATS tend to run out of patience
and quit before the process is complete.
[0013] 6. Historical context. Job boards started the process of
capturing resumes. They is are the followed the existing norm at
the time could be intended to capture the user's email and other
basic details such as their name, location and so forth upfront
immediately. Therefore even if a user drops out job boards can
still engage in marketing campaigns and send job alerts to induce
the user to apply to a specific job. On the other hand ATS systems
perhaps blindly copied the same mechanism as that of a job or
because they evolved later in time but without thinking of their
difference in context.
[0014] 7. Awareness. Normally most of the websites where one
creates a user account are consumer sites where the brand is known
upfront. Uses would not typically create a login for a site where
they don't know anything about it. On the other hand job seekers
have no clue that there are applicant tracking system companies
that power a recruiting process in the background for employers.
ATS work behind the scenes are in the business-to-business world
and are not visible to end-users. As a result ATS systems do not
realize the need to create store and remember user logins.
[0015] 8. Purpose. A user will normally create an on-off user
logins and ones that one intends to use again and again. On the
other hand applying to a job at a company is always almost always a
"one-off" operation and a person does not typically apply to the
same company multiple times. For example, on average, companies
have less than a 3% return user rate applying for the same job in
less than a year. Even those 3% who return do not have an intention
to come back and apply to another job. Therefore when they first
need to create a login to apply for a job, they make one
"on-the-fly", not bothering to remember or store it for their next
visit(s).
[0016] 9. Email as universal identity. Most people normally only
use one personal email identifier for most Internet transactions.
Indeed, email has a most become a universally unique identifier
(UUID) for a person. Even if the person has more than one email ID,
they normally only use one email for job related purposes. As a
result, a job seeker will try to create the new user information
needed for a job but without realizing that he or she is has
already created another ID while applying to another company that
uses the same ATS which is in operation behind both company's
websites.
[0017] 10. Human error. Human errors are applicable in any login
process for any website. These occur if a user makes a
typographical mistake, remembers login information correctly or
generally forgets. In such a situation, the user might become
frustrated or decide not to move ahead with the job application
process considering the additional hassle creating a new user ID.
Because a user is applying to it job he may not consider it to be
as critical as for example paying a parking ticket.
Summary of Technical Solutions
[0018] The solution suggested to these and other problems is to
move a user login page/screen to the end of a job application
process that is a front end to, or otherwise incorporated into an
Applicant Tracking System (ATS). Reversing the former typical
process--by sending the user login exchange to the end of the
process instead of at the beginning, allows one to reliably
eliminate drop-offs at the user login screen stage.
[0019] The difference with prior approaches is that complete
applicant information can be captured and sent to the employers
Applicant Tracking System (ATS), even without login information. On
the other hand, when the a user login is the first required step of
the job application process, there is no user information to be
sent to ATS of the employer at that stage. Subsquent return visits
by the same user would thus require reentering the same information
all over again.
[0020] Therefore, the approach described here produces
ideal/desired results and brings more successful applications
through to an employer. Our solution here removes an bottleneck in
current ATS systems. It can:
[0021] 1. Simplify the job application process by streamlining the
process both on mobile devices, a tablet, and on a desktop;
[0022] 2. Authenticating & verification of the user as a real
user can be accomplished by introducing a social network (e.g.
LinkedIn) sign-in option, providing a single ID that can be
universally used for all the companies job sites (or even other
companies using the same ATS). The single ID can be used to
retrieve and pre-fill the available information from the LinkedIn
profile and a service provider's database. Additional information
sources such as job board sign-in's, Google IDs, Dropbox, Facebook,
Twitter, etc., login credentials can also be used to verify the
authenticity of the job applicant.
[0023] 3. Step 2 removes the requirement to ask a user to login in
a first step by authenticating the user, allowing prefilling of
information another way, and hence allowing one to move the
login/password step to the very end of the process.
[0024] In one particular implementation, a method for submitting
information to a job Application Tracking System (ATS) begins by
initially validating a user's identity via a source other than via
direct input from the user and other than via an ATS login and
password information. The process continues without having user
login information, by presenting job application questions
including job screening questions to the user in an interactive,
on-line presentation format. After collecting the user's answers to
the job application questions, the process then requests the user
to further verify their identity such as by entering ATS login
credentials.
[0025] If the user drops off from the application process before
entering answers to the is all of job application questions or
after entering answers to all of the job application questions but
before moving to the login page/screen, the process automatically
creates a dummy login name for the user. The process then submits
the collected information to the ATS with either the user-entered
ATS login credentials or the dummy login name.
[0026] The initial identification information can come from
information associated with the user's social network identity that
the user has given permission to share, even if that information
does not include an email address.
[0027] If the user drops off from answering job application
questions, and a user-provided email address does not exist in the
ATS, then an email address provided by a social network credential
is used to identify the user, and an auto-created ATS user login is
then associated with that email address.
[0028] However, if the user drops off from answering job
application questions, and a user provided email address already
exists in the ATS, then the process creates a dummy email address
and attaches that with the users original email.
BRIEF DESCRIPTION OF THE DRAWINGS
[0029] The description below refers to the accompanying drawings,
of which:
[0030] FIGS. 1A and 1B are a high level process flow of a typical
online job application process showing where most user drop-offs
occur in an Applicant Tracking System (ATS);
[0031] FIG. 2A is a high level system diagram showing a job
applicant interacting with an employer website, an ATS, a social
network, and an authentication server according to the teachings
herein;
[0032] FIGS. 2B and 2C are a high level process flow of our
improved process flow that avoids the problems with the process of
FIGS. 1A and 1B; and
[0033] FIG. 3 is a more detailed view of dummy login ID
generation.
DETAILED DESCRIPTION OF AN ILLUSTRATIVE EMBODIMENT
[0034] Introduction
[0035] Briefly, an Applicant Tracking System (ATS) operating
according to the teachings herein moves a typical login/password
interaction step to be at or near a last step in a job application
process, together with a back end authentication management
application.
[0036] This approach makes a mobile device and even a desktop
driven application process more effective by leveraging the power
of social networking sites such as LinkedIn, Twitter, and
Facebook--or even other information-rich sources which can be
deployed for user authentication with the authenticated application
then interacting with is the ATS on the back end. In the past, a
login/password was required as the first step in an ATS process to
identify the candidate to prefill the fields in the application
process (where the information was available). However with the
introduction of LinkedIn or other social sites (that can provide a
single ID that can be universally used for all employer's job
sites), we move the ATS systems login/password step near or at the
very end of the process.
[0037] FIG. 1A illustrates a typical known job application process.
Job seekers (also called applicants herein) typically use a mobile
device such as a smartphone or tablet 101 or other computing device
such as a laptop 102 to complete online job applications. The
applicant, using their device 101, 102 interacts with an employer's
website 103, which may have an Applicant Tracking Sytem (ATS) 105
behind it. The applicant fills out the job application
electronically using the Internet-connected devices 101, 102, and
then submits the application, which sends the applicants
information to the ATS 105 which stores the information in an
applicant information database 106.
[0038] The job application process typically consists of filling in
personal information, uploading a resume, and other information
that the employer would like to have to determine a person's
candidacy. Once a candidate completes the application process, the
ATS 105 may perform other tasks (not of critical importance here)
such as screening resumes in the database 106 for keywords and
relevant experience. For example, if a biotech firm is hiring a
statistician, it may disqualify those who call themselves
`numerical modelers.` After the ATS screening is complete, a
applications are reviewed by a hiring manager who accesses the
database 106 (such as through another interface to the ATS 105) and
decides which candidates they would like to interview. Candidates
are invited to interview for the opening, and one person is offered
the position.
[0039] In the conventional login model for the application process,
once a user has seen the details of an online job posting, the job
seeker begins the process shown such as by selecting an "apply now"
button in step 110. The applicant is then brought to a webpage
allowing him to interact with the ATS 105 (or via the employer's
website 103 acting as a front end to the ATS 105).
[0040] In a next step 112, the user is asked to engage in a login
process. A job seeker user might be provided a few options to
login, such as via an existing login that the user has already
established with the ATS, or via a social networking sites login
(if that is the user login identified by the ATS as a default.
Otherwise, a new user needs to create a login/password. Again
depending on the ATS, this login could be (i) an existing login of
a validating social site like LinkedIn, etc., or (ii) creating a
brand new one login using, for example, an email address as a
unique identifier which is also used for weeding off duplications.
The ATS 105 is then able to prefill any fields in the application
that were already provided, once an existing user has been
identified.
[0041] In step 113, the applicant is asked to consent to a Privacy
Agreement governing the use of his personal information.
[0042] In step 114 the user is asked for personal information
typically listed on a resume such as their full legal name,
location, home address, phone number, social security number, and
the like. The user may also be asked about certain basic
information such as past work or military experience, previous
experience in the company or its subsidiaries, work authorizations,
education, certifications, skills, and the like.
[0043] In step 116 the ATS will then ask the user certain questions
about their ethnicity status to comply with Equal Employment
Opportunity (EEO) regulations; similar questions may be presented
as to citizenship, passport, and work visa status.
[0044] In step 118 a screening process may include Basic Standard
Screening questions is that the employers might want to ask all job
seekers.
[0045] In step 120, Custom Screening questions that are for the
specific job, location, function or category.
[0046] In step 122 the applicant reviews and edits their prior
answers, provides additional information, and attaches other
documents such as a resume, cover letter, college transcripts,
etc.
[0047] In step 124, finally, the job seeker is brought to an
application submission and confirmation page, to complete the
process.
[0048] FIG. 1B shows a more detailed view of the initial process
from the perspective of the job applicant (rather than from the
perspective of ATS provider or the employer), The process consists
of searching for a job 130, starting an application process 132 via
an ATS or employer's website, and then logging in 134. If the login
is successful, the applicant then fills out and submits an
application 136. However, if the login fails, the applicant likely
drops off 138. Indeed, we have realized that a significant number
of drop-offs in the job application process happens right at or
near the earliest step, the login/signup step 112 (or possibly even
the privacy agreement step). When the drop-off happens, the ATS 105
is unable to collect additional information on the applicant.
[0049] Detailed Description of an Example Implementation
[0050] We have realized that several problems exist with prior ATS
systems as follows:
[0051] A. ATS companies, as a result of being a
Business-to-Business (B2B) player, are known to most large
employers, but are not known to the "common man" who is also a job
applicant. The common man has no way to find if the ATS of company
`A` (a company he previously applied and created a new user login)
is the same as the ATS used by company `B` (a company where he
wants to apply for the first time). Also, the common man would be
unaware that ATS companies (such as Taleo) deploy a universal login
feature which means that once a user has used an email to create a
user name, the user can input the user name to apply to a job of
any other company using Taleo' system. As a result, the common man
type of applicant gets rejected while trying to create the user
name in company `B` application because he used the same email
while applying to a job in company `A`. What makes the matters
worse is he has not intended to remember the login of company `A`
because applying to a specific company is not a repetitive process.
As a result, the user of company B's job application site gets
frustrated and drops-off (majority of the cases); in another
scenario he uses another email to create a new login.
[0052] B. A significant number of drop-offs 138 happen in the job
application process at the ATS login/password step 112--which in
the past has been the first step in the process.
[0053] C. If a drop-off happens in this first step, then no
additional information is collected on the job seeker.
[0054] D. This login step 112 was necessary to pre-fill the
information that was already available in the existing ATS
systems.
[0055] The solution we provide here reorganizes the job application
login process. With the emergence of LinkedIn, Facebook, etc. as
frequently visited social networking sites, most people have
started to keep their information current there. They use these
sites very often to login in to many different types of channels.
In order to make a job application process more streamlined and
effective, our approach leverages information available on and/or
from these social sites (requiring only a one time request for
granting access to the social site profile). The information
received from the social networking site is now used to
authenticate a job applicant, to pre-fill the application steps and
is information available in job application databases and other
sources like Monster, Career Builder, past visits to Applicant
Tracking Systems, etc.
[0056] The re-engineered process enables the following:
[0057] 1. A job-seeker can now apply to a job without filling out
many forms, and in less than a minute, on the move with the
information available to the system (for example--the job seeker
may apply while riding in a train or on a bus, etc.)
[0058] 2. When done filling out information, if the job seeker
remembers the ATS login/password, he can submit the application
form to the ATS system by logging directly to ATS system from our
separate "back end" authentication management application.
[0059] 3. In cases where a job seeker decides to drop off before
providing login/password information for any reason, the system can
now provide two options to get the job seeker's information to
employer/recruiter, either [0060] (a) provide the incomplete
application data to the employer/recruiter (which will not be in
their ATS systems); or [0061] (b) create a "dummy", automatically
generated login/password to complete the ATS application process,
sharing the auto created login/password information with the job
seeker on an email ID that is associated with the job seeker's
social network profile, and also linking the two in our backend
system for future repeat use.
[0062] With the redesigned process described here, information that
would have been lost because the user never went past the login
screen and dropped off will now be available to recruiters and
employers for follow ups.
[0063] A system architecture that can provide these advantages is
shown in FIG. 2A. Here, the job applicant/user 100 is using a
tablet 101 connected to the Internet to interact with search
engines and the like to locate an employer's 125 job application
webpage 110 hosted on the employer's web server 103. The employer's
website 110 and/or server 103 is provided by, or at least interacts
with, an Applicant Tracking System 105 typically in a manner that
is transparent to the user 100. Added to the elements of FIG. 1A
are access to a validation source 149 such as a social network, an
authentication server 160, and an email server 180.
[0064] A workflow process performed by this system is shown in FIG.
2B. Briefly, the process starts at a step 140 as before, with the
applicant pressing an "apply now" button in the context of the
employer's website 110.
[0065] At step 142, the applicant is then asked to share a social
network ID from a site such as LinkedIn, Facebook, or another user
validation source 149--note that no email address or special ID
specific to the job application process within ATS 103 is requested
from the user at this point. Given permission to access the social
network credentials, available personal information is collected by
the ATS from the validation source 149 and then used to
pre-populate the questionnaire. By asking the user to provide his
LinkedIn account information, and having a successful return from
the social network site, we have authenticated and verified the
identity of the user, made sure that is a real person and also made
sure that no one unauthorized is moving into the rest of the
process.
[0066] The following steps may include asking EEO questions 143,
standard screening 144, custom screening 145, and to review the
application 146 as before. It is only after reaching the end of the
review process is the user asked to specifically login to the ATS
in step 147. Note however, that the user may optionally and/or
voluntarily provide his email address as part of these steps.
[0067] Thus the revised process moves the ATS user login to step
147 which is late in the process, replacing an initial user login
with an alternative early validation step 142. This alternative
validation step 142 validates the authenticity and identity of the
applicant by any other social media source (with LinkedIn being but
one example).
[0068] FIG. 2B shows the alternative ATS login step 147 in more
detail. There are three possibilities--either the user provides his
login ID credentials 152, the user attempts to creates a new login
ID 154, or the user asks the system to automatically generate a
login ID 156. The goal at this point is that, even if step 152 or
step 154 fails, the system will still generate an ID for the user
at 158. In the new re-engineered process, if the user drops off at
the user login page which is now right at the end, or selects an
option to `auto create` a login, unique login credentials
(login/password) are still generated to be submitted with the
completed application into the ATS 105.
[0069] As shown in FIG. 3, in many cases the user will successfully
pass step 152 and provide his login credentials, the application
will be successfully submitted 159 into the ATS 105, and the ATS
105 can send the user a conformation email directly.
[0070] However, in some cases, the ATS will reject the application
because the email ID provided by the user in step 152 might already
exist in the ATS 105 as being associated with an existing user
profile. In that situation, we can provide two options to the user
in step 160 [0071] i) allow use of his existing user credentials as
entered in step 152 to complete the application process in step
159, or [0072] ii) continue to let us `auto create` a new user
login in step 162.
[0073] If the user chooses option ii) and proceeds to step 162, the
system auto creates a new user login. However, it is clear that
cannot be done with the user's existing email ID because an
associated profile already exists in the ATS (the user's email ID
is used as the unique identifier for any ATS). In this situation,
the system instead creates the new email ID using some "dummy"
domain controlled by authentication server provider. The process
then proceeds at step 162, using the dummy email create a new user
login and generate a password.
[0074] In step 163, the newly created dummy user login and email is
associated by the authentication server with to the applicant's
authentic email (which is either extracted from their previously
supplied Linkedin authorized access or as provided by the
user).
[0075] At this point, the new dummy login can be used to continue
to step 159 to submit the application to the ATS. The application
data submitted can also include users authentic/real email ID.
After successful submission in step 159, the ATS can then send an
an email communication to the user about his new user details and
inform that his application was successfully submitted.
[0076] As a continuing subsequent step 170, the authentication
server 160 may include an email server that creates a rule to auto
forward all emails received on the dummy email address to the users
authentic email. This is an important step, as the subsequent
emails sent to the dummy domain could be application submission
confirmation, an automatic response by the employer to the
application submission, or an individual response email to the user
from the company recruiter.
[0077] There is a technical possibility that user does not provide
an email and has not authenticated his identity using social media
(LinkedIn, etc.) when he has reached step 162. However, this should
be an extremely rare situation because email ID is the unique
identifier and every ATS application process requires each user to
provide his email ID--otherwise the recruiter will not be able to
reach out to the user. However, if there is a situation where the
ATS and/or employer application process doesn't make it mandatory
for the user to provide his email address or use some other sort of
unique identifier, then the authentication server can use some
other unique identifier (such as a phone number) to create a dummy
email to create a login. From there, the process can proceed in
step 163 as before.
[0078] It can now be understood that in the new re-engineered job
application process, If the user drops off at any point before a
user login page, the system and process can:
[0079] send the user a follow up email with a in-email form to fill
in for the rest of the missing application information;
[0080] in situations where the user replies to the email with the
missing information, the system can use the dummy email associated
with the user ID and submit the application to the ATS (as per step
163);
[0081] even if the user does not reply to the follow up email, the
data already captured before drop off can be provided to the ATS
and/or employer;
[0082] if the user returns to the application process at some later
time, and again uses his LinkedIn profile to identify himself, then
the system can prompt the user to continue filling out the
incomplete job application.
[0083] Also with the new re-engineered process, at the first
instance of a user login screen/page:
[0084] the user is given an option to allow the authentication
server to to automatically and dynamically create a new login; the
login can be pre-validated with the ATS on a real-time basis to
ensure that the new login credentials will be accepted by the ATS
as valid; and
[0085] the user is informed by email that as instructed by him,
that a new user login has been created or future reference.
[0086] As an end result, a company/employer leveraging the
re-engineered process should be able to get more potential
candidates to complete the application. The process essentially
eliminates problems with applicants dropping off at the ATS system
login/password step. As a result, it also increases the conversion
of the passive job seekers (good talent), actively sought out by
recruiters. The technology also allows the user to explicitly
authorize creation of a random, ATS validated login credential,
which may further encourage potential job candidate engagement.
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